Julia Boseman Case

The gender role of woman has interfered with their salaries. Women are raised and taught to be sweet, elegant, and observe on the sidelines to support their men (Lance 4). The way a woman’s body is structured also interferes with how much they get paid. Women’s bodies do not appear to be physically strong as men (Flynn 1). Sponsors

Imagine being told that you do not need as much pay as a man because your husband is a professor and you do not need the money. This was the truth for Maxine Lampe when she addressed the school district about being paid less. Before her husband was done with graduate school, she brought the issue up with the school where she worked and was told that she could not get the head-of-household pay that men received, even though she was the breadwinner. This is not the only account of this happening. All over the country, women are getting paid less than men and being told that it’s okay. It is not okay.

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

Colin Moore works hard to distinguish himself; however, he is dissatisfied with organizational opportunities, which cause no appreciative compensation. Moreover, he believes he has missed a chance to compete with new employees because of technical inability. Looking at another position, a massive fix is needed by Bob, who has worked seven years in HUS’s HR department. In a pressured working environment, Bob has been asked for offering competitive raises to support managers’ preferred employees. It will cause him to switch lots of programs to provide better compensation for employees. Based on what Bob’s shared he is also having a problem filling out benefit forms, which he has considered be fixed. Bobs role is very hectic at this time; he was not able to hand out forms unless he would have an assistant.

Women do similar work to men in many fields but see a huge difference in pay. According to Thinkprogress.org, “The median income of female physicians was $112,128, compared with $186,916 for male physicians.” Many sources show that women get paid on average 77 cents to every dollar a male makes. There is a mountain of data and statistics that show the disparity in wages and high-level positions held by women. Facts are facts but the reason why something happens is often times more important then what happened.

While many Americans and Farrell overlook sexism in careers, it is extremely evident in academia. The ratio of female to male positions and the salaries of those positions are blatant examples of unfairness. Linda Krefting, human resources professor at Texas Tech University and co-editor of Human Resource Reality, depicts the depressing reality for women in her article concerning the academic field. Though women earn 44 percent of doctorate degrees, only 33 percent of them have faculty positions. One would not expect a perfect 50:50 ratio, but this deficit is unacceptable. Additionally, on average women receive salaries 33 percent lower than what a male in

Mr. Boseman did show a form of sexual discrimination, which was determined by him not paying Julia Kate the same as the other three men in her office. Kate’s letter is asking for her pay to be reviewed and changed so it is not showing discrimination in her work. I agree that some people should be paid based on their qualifications and responsibilities. For example, “rational (and legal) compensation systems set and adjust pay levels based on a number of factors, including the credentials, experience supervisory responsibilities, and of course the job performance of the incumbents” (Thorne, Ferrell, & Ferrell, 2011). If the job does not list that you have to have a particular degree to do the job, the individual that has a degree should not

Based on the information provided in the letter, Ms. Kate does have a case against her employer. If Dr. Boseman does not fix the situation before it goes to court, the company may be liable for back pay to Ms. Kate and her court costs. Dr. Boseman has an opportunity to research the statements of Ms. Kate’s letter through the EEOC policy. This policy gives the employer many different options to investigate (SECTION 10: COMPENSATION DISCRIMINATION, 2000). If Dr. Boseman can fix the problem of equal pay for similar job content and responsibilities, Ms. Kate would not file a case because her issues have been resolved.

The American Association University of Women reports that the average full time workingwoman receives just 80% the salary of a man. In 1960, women made just 60% of what men made, an upward trend that can be explained “largely by women’s progress in education and workforce participation and to men’s wages rising at a slower rate”, but a trend that is not yet equal (p. 4). Hill recognizes that the choices of men and women are not always the same, whether it be in college major, or job choice, however she concludes that women experience pay gaps in virtually all levels of education and lines of work. She suggests that continuing to increase the integration of women in predominately male dominated work will help the pay gap, however, she believes that alone won’t be enough to ensure equal pay for women.

It talks about how females usually stop their schooling after receiving a master’s degree and do not often continue through college to receive a PHD. According to this article, since most females do not usually get their doctorate degree, maybe this is why the field is dominantly females. Employers do not have to pay females as much if they do not have their doctorate degree and the article also mentions that most men have their doctorate but, the article also states that women with identical degrees still make less every year. In 2015 the difference between male and female pay was roughly $17,802. It seems through the years dating back to 1982, women always made less than men but every year the difference increased. It bothers me that women are making a lot less money then men especially if they do have the same degree but since I do not have statistics, I cannot determine the reason. It bothers me because the Lilly Ledbetter Act was put in place to rid unfair pay amongst gender but it seems to still be going on in this field. This article definitely makes me want to strive and not stop until I achieve my doctorate degree, and it

Human resources practices are related with the pay of new hires on their salary history, rather than on responsibility and experience, also perpetuates the wage gap. (Human Resource Management Department Report). When increases in salary for promotions are based on current salary, women have difficulty catching up to their male counterparts. According to the National Committee on Pay Equity, stereotyping continues, since

I examined different professional industries in The United States to get a familiar understanding of gender inequality around me. Gender inequality does not particularly favor one sex in every professional industry. Joanne Lipman’s article, "Let’s Expose the Gender Pay Gap," dealt with professional women in the work force and the gender pay gap that exists between professional men. There is also a distinct gender gap between a woman and a man asking for a raise or promotion within a company. “Female doctors and surgeons, for example, earn 71 percent of what their male colleagues make, while female financial specialists are paid just 66 percent as much as comparable men. Other researchers have calculated that women one year out of college earn 6.6 percent less than men after controlling for occupation and hours, and that female M.B.A. graduates earn on average $4,600 less than their male classmates for their first jobs.” (Lipman). There is a statistical gender pay gap in The United States that is undeniable.

In the last month, Twin Oaks Hospital, a private facility in Lexington, Colorado has had a growing problem with mounting discontent about pay levels amongst the nursing and secretarial-clerical employees. Nearby, Lexington Memorial Hospital, a public facility, recently agreed to give those same workers at their hospital a 5 percent pay increase and to launch a job evaluation program that would use comparable worth to evaluate the nursing and secretarial-clerical jobs. The disgruntled workers at Twin Oaks have met with union organizers about their concerns, and the workers’ spokeswomen have brought their requests to David Hardy, director of personnel at Twin Oaks. Their three main requests were for a situation similar to Lexington Memorial: an immediate 5 percent pay increase, the establishment of a job evaluation system using comparable worth, and a pledge to use the findings of the evaluations as the basis of future wage adjustments. Hardy has been monitoring the situation and has brought the requests to James Bledsoe, the hospital director, who asks for Hardy’s recommendation within three days. In turn, Hardy meets with his top aides, Janet Sawyer and Charles Cooper, concerning the situation, and the three try to hash out a solution. The conversation mostly revolves around the efficacy of using comparable worth to evaluate jobs, with Janet being in favor of it and Charles clearly not.

“As the workforce changes, so must compensation and benefits. Pay will need to be meaningful in other words, worthwhile for employees who don’t work the standard 40-hour Monday through Friday workweek, while taking into account an altered workload due to different numbers of hours put into work (Weathington & Weathington, 2016).” The idea of satisfying employees in organizations through compensation package is common however lots of companies don’t see it as being beneficial. Compensation has developed to a more difficult matter than just determining how much to pay your employees. The benefits aspect is the salary raises, 401K(s), bonuses, and paid vacation. Being that Holland Enterprises is the city’s largest company that needs to increase their benefits and compensation plans for their hardworking employees. Holland Enterprises employs 3,500 employees, but since 2010 has lost 25% of its staff. The exit interviews states that the company has found that the primary reason a majority of these employees has quit is because of a compensation and benefit system that is unfair and uncompetitive in the marketplace. As the human resource consultant hired to review, analyze, and revise the compensation and benefit system to make any necessary changes to compensation and benefit packages.

This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. Attached to this paper is a Powerpoint presentation that will detail this employee compensation and benefits package, as well as an the eligibility of exempt or non-exempt status, other benefits that might be considered, government regulations that influence the compensation, two other organizations with similar compensation, and how this package aligns with the HRM strategy.